Relationships counts. As owners/executives, maybe one of our most leadership responsibilities may be to maintain connectedness with our employees. We speak of wanting our organizations to be great, but often forget the path to greatness flows through employees’ hearts. At Executive Advantage we like to share John Maxwell’s thought that you don’t get employee hands until you get their hearts.
This Executive Advantage moment Connection Killer is about Self-Centeredness.
The Path of Self-Centeredness.
How might this happen? How does a well meaning owner/executive become a self-centered person? Well maybe self-centered is too strong a label, maybe self-occupied might be more accurate. The drive to win may be one of many contributors. Owners/executives are typically busy focused on growing their businesses. Often this behavior crowds out the concern for others and their needs. It may appear only our needs count. Others may read this behavior as a me first attitude and this is certainly a connection killer. Over time this attitude may distance us from those we need, making us appear arrogant or prideful. Pride always leaves an aftertaste of frustration in the mouths of employees. Owner/executive pride never allows employees an opportunity to feel the joy of accomplishment and personal fulfillment. Eventually self-centeredness drives even the best workers away because they feel they’re viewed as just another number rather than a valued person.
In a recent article it indicated humility is essential to life-giving relationships because it’s the foundation of love and unity. Without humility persons become disagreeable, demanding people (… and grouchy). Humility is a quality that never disappoints owners/executives and employees. To move forward on the path to greatness requires the owner/executive to shift the focus away from himself/herself and refocus it on those who apply their talents and skills on behalf of the owner/executive. Humility is an important aspect of leadership. Practicing humility towards others should become daily priority.
How might we do this? It may mean giving others credit for successes. It may mean we admitting we’re not always right. It means listening to the ideas and thoughts of others. It means coming out of our offices and getting to know employees on a much more personal level. It might mean asking employee, “ how can we improve our organization.”
It can mean so many things, and I’m sure you can think of some much better examples than me. How about sharing some of your thoughts and ideas on our blog so that others may learn from your successes.
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